Session 1.3:Managing Organizational Change and Transition

Module 1:Leadership and Team Building

Leadership and Management Course for ZHRC Coordinators, HTI Principals, and ZHRC/HTI Management Teams

Learning Objectives

By the end of the session, participants will be able to:

Describe the difference between change and transition.

Describe the 3 phases of transition. Describe a change initiative in a complete,

compelling, and practical way. Apply a transition management model to an

anticipated organizational change.

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Organizational Change & Transition

It is a terrible thing to look over your shoulder when you are trying to lead, and find no one there.

- Franklin Delano RooseveltFormer U.S. President

Changes of any sort succeed or fail on the basis of whether the people affected do things differently.

- William Bridges

Types of Organizational Change

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Change in leadership Change in procedures Change in environment Change in structures Change in national initiatives Change in partnerships

Reacting to Change

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FearHappiness

Anger

Dissatisfaction

Conflict

Resistance

Stress

Uncertainty

Confusion

Excitement

Changes in…Morale, Productivity, Motivation

Change & Transition

Change is situational.• An event, or series of events:

• Move to a new site/location• Retirement of leader, manager, etc.

Transition is psychological.• A process that people go through as they come to

terms with the details of a new situation.

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It’s not the changes that do you in, it’s the transitions.

- William Bridges

Transition

A process of dis-engaging from the old reality and fully engaging in a new reality.

Three phases in the process: • Endings, Neutral Zone, New Beginnings

• May not follow a linear path

Transition starts with an ending, and ends with a beginning.

Phases of Transition

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Photo: Flickr.com, Steven Monty.

EndingsEndings

Neutral Neutral ZoneZone

NewNewBeginningsBeginnings

Endings

Letting go of old ways. Dealing with losses. Transition begins with endings.

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Neutral Zone

The old is gone; the new is not fully operational Things are in a state of flux, and feelings of

confusion or chaos are common! It is a time of great opportunity

• Old habits are replaced

• New beginnings start emerging

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New Beginnings

New identities Fresh energy New sense of purpose

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Leading Through Transition

Do not overlook endings and neutral zones – you cannot start with the final stage of transition!

People will experience the feelings that come with transition, even if the process is overlooked.

Successful change requires that people move emotionally to a place where they can engage with the new reality.

Successful change is 70-90% leadership, and only 10-30% management.

- John P. Kotter

Preparing for Transition

Use a tool to assess transition readiness. • Help to prepare and plan

• Generate ideas about areas for improvement A specific score is not necessary – this is a

planning tool.

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Honoring Endings

Identify what is changing, and what is staying the same

Expect and accept staff feelings• Anger, sadness, anxiety, confusion, denial, etc.

Compensate for losses Mark the endings Treat the past with respect Offer information

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Navigating the Neutral Zone

Use the neutral zone to your benefit• Creativity, taking stock, testing ideas

Use a transition monitoring team Experiment Train on discovery, innovation Embrace new solutions Question the status quo Listen to your staff’s ideas!

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Four P’s of New Beginnings

Purpose• What is the problem? How will this fix it? • What’s the 1 minute message?

Picture• Paint a picture of how it will look and feel.• What is a compelling picture of a better tomorrow?

Plan• What do we do on Monday?

Part to Play• What is my role?

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It can be done – play your part.- Mwalimu Julius Nyerere

Activity: Reactions to Change & the 4 P’s

A MOHSW Committee listened to a presentation from an NGO Program Officer.

Part 1: Members reacted differently. Why?

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Sad Confused Worried Happy

Part 2: Using the same scenario, work in groups to develop creative messages using the 4 P’s.

Key Questions of Transition

What is changing? What will be different as a result? Who is losing what?

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It still surprises me how often organizations undertake changes that no one can describe very clearly.

- William Bridges

Activity: Anticipating Transition

Think of a change that you anticipate in your organization.

Answer the questions in the worksheet. Describe the change to a partner using the

ideas in the worksheet. Share feedback with each other.

Key Points

Reactions to change are often emotional, and can affect morale, productivity, and motivation.

Change is situational (an event); Transition is psychological (a process).

Transition starts with an ending and ends with a beginning.

The phases of transition are: endings, neutral zone, new beginnings.

Effectively communicating the change will make the transition easier.

Homework Assignment: Communication Style Assessment to Prepare for Tomorrow

Section A• Circle only statements that describe you. • Work quickly – do not think too long/hard!

Section B• Circle one word in each pair of statements.

Section C• Choose the word you would be most likely to say

or use. Choose 1 of the 3 words given. Complete the Answer Sheet

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